Маргарита Горовцова
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Группа депутатов Госдумы разработала законопроект1, который дает работникам с ненормированным рабочим днем дополнительные гарантии. Так, в случае одобрения инициативы продолжительность времени, которое работник отработает за пределами своего рабочего дня (смены), не должно будет превышать 120 часов в год.
Чтобы обеспечить выполнение этого правила, на работодателей планируется возложить новую обязанность: вести точный учет времени, которое работники с ненормированным рабочим днем уделяют работе сверх положенной нормы.
Новые правила не будут применяться в отношении руководителей организаций, их филиалов и представительств, заместителей руководителей, главных бухгалтеров, а также заключивших трудовые договоры членов коллегиальных исполнительных органов организаций. Организации сами смогут определить особенности применения ненормированного рабочего времени в отношении этих работников, прописав эти нюансы в учредительных документах, локальных актах, трудовых договорах либо решениях работодателя.
Напомним, ненормированный рабочий день – это особый режим работы, в соответствии с которым отдельные работники могут по распоряжению работодателя при необходимости эпизодически привлекаться к выполнению своих трудовых функций за пределами установленной для них продолжительности рабочего времени (ст. 101 ТК РФ). При этом максимальная продолжительность ненормированного рабочего дня никак не ограничена, а понятия «необходимость» и «эпизодичность» привлечения работников к работе за пределами рабочего дня носят оценочный характер. Все это, подчеркивают авторы инициативы, приводит к злоупотреблениям со стороны работодателей.
Как может защитить свои права работник с ненормированным рабочим днем, если он перерабатывает не эпизодически, а систематически? Узнайте из Энциклопедии судебной практики системы ГАРАНТ. Получите полный доступ на 3 дня бесплатно!
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Еще одно нововведение, которое может появиться в ТК РФ, – это установление продолжительности дополнительного отпуска в зависимости от фактически отработанного времени за пределами рабочего дня. Конкретные соотношения общего времени переработок и длительности отпуска должны будут устанавливаться коллективным договором или правилами внутреннего трудового распорядка. Но в любом случае такой отпуск не может быть менее трех дней.
В настоящее время продолжительность дополнительного отпуска для работников с ненормированным днем определяется в таком же порядке и тоже должна составлять как минимум три дня – но никакой зависимости между продолжительностью отпуска и продолжительностью работы сверх рабочего дня нет (ст. 119 ТК РФ).
В результате, подчеркивается в пояснительной записке, трехдневный отпуск может получить как работник, ни разу не привлекавшийся к работе после окончания своего рабочего времени, так и тот, который значительно переработал.
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1 С текстом законопроекта № 1182849-7 «О внесении изменений в статьи 101 и 119 Трудового кодекса Российской Федерации в части ограничения использования ненормированного рабочего дня» и материалами к нему можно ознакомиться на официальном сайте Госдумы.
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